Benefits

Barnard provides a broad range of excellent benefits to its faculty and staff.

In addition to traditional health, welfare and time-off benefits, we offer ways for our employees to save for the future, fund education opportunities for themselves and their children, and prepare for retirement. Our Senior HR Generalist for Benefits is available to answer your questions and concerns regarding any of Barnard’s benefits.

With the exception of retirement and certain government-mandated items, most benefits are available to full-time administrators only. In addition benefits vary for 9, 10, and 12 month full-time administrators. This web page outlines the full range of benefits. The Human Resources Department should be contacted for information about which of these programs may apply in any given circumstance.

Health Care

The complete Barnard health care program for administrators has four components: Medical Services, Prescriptions, Dental, and Flexible Spending Accounts. Health care benefits begin on the first day of the month following 30 days of employment.

Medical Services

The Cigna Open Access Plus Plan provides medical benefits with the flexibility of using either network or non-network providers.

In most cases, the Open Access Plus Plan provides 100% coverage less a modest co-payment for some services such as prescriptions and office visits. Since care under this option is provided by Cigna's extensive network of doctors, there are no deductibles nor are there any claim forms. This is called “in-network.”

On the other hand, the Open Access Plus Plan can function as traditional indemnity insurance, allowing the participants to use doctors of their own choosing with reimbursement subject to the usual controls such as annual deductibles and reasonable and customary limitations. The claimant must complete claim forms. This is called “out-of-network.”

In addition, employees may choose between three Cigna plan options, all of which allow in-network and out-of-network coverage. Plan A is offered to employees at a modest cost. Plan B requires a larger employee contribution, but it has a lower deductible and out-of-pocket maximum for out-of-network providers. Plan C is a High Deductible Health Plan which is available with a Health Savings Account partially funded by Barnard. Plan C has the lowest employee contribution. Dependents may be carried on all plans with an employee contribution.

Cigna insures both same sex and opposite sex domestic partners. Employees interested in this coverage should contact Human Resources at (212) 854-2551.

Prescriptions

On the Cigna Plan A and Plan B Prescription Program, the employee pays $15 for generic, $25 for brand drugs and $50 for preferred brand drugs at participating pharmacies. Under the Plan C Prespription Program, the employee pays $10 for generic, $25 for brand name drugs, and $50 for preferred brand drugs at participating pharmacies. A mail order program is available for maintenance drugs under all medical plan options.

Dental

Aetna Freedom of Choice (FOC) Dental Maintenance Organization, is available at a cost to Administrative employees . The plan allows employees to switch monthly from the DMO to the Preferred Provider Organization (PPO).

Vision

An annual eye exam can help manage your overall health and wellbeing. It can spot the early signs of serious health conditions like diabetes and high blood pressure, so you can be treated sooner, rather than later. EyeMed makes it easy for you to visit one of their participating doctors in their network for your annual eye exam. You will also have access to the top six national retail chains as in-network options, including LensCrafters, Sears Optical, Target Optical, JC Penny Optical, and most Pearle Vision locations. EyeMed provides an annual eye exam at no cost and an allowance for frames or contacts once every 12 months. Coverage for non-network services are limited.

Adjustment of Coverage: Subsequent to initial enrollment, additions to or adjustments in coverage may occur only during open enrollment periods (usually the first calendar month of the year) or if there has been a life status change such as marriage, birth of a child, or loss of a spouse’s job. Dependents may be dropped from coverage at any time.

Termination of Coverage: Termination provisions for unmarried dependent children, students and non-students age 26 and above vary under the several plans (medical/drug, dental and flexible spending) that make up the complete health care program. Specific information is available in the individual plan documents. Finally, for employees who are terminating employment, coverage ends on the last day of the month in which their final working day falls.

COBRA and Conversion Privileges: Under the Consolidated Omnibus Budget Reconciliation Act of 1985, employees who terminate employment under conditions other than gross misconduct may elect to remain in the group medical plans, at their expense, for 18 months from their termination date, or 29 months if termination is due to disability under certain conditions. Subsequent payments must be made monthly. In addition, eligible dependents covered by the plans may remain in the group for a period of up to 36 months if continuation coverage is due to the death of the employee, divorce or legal separation, or loss of eligibility due to reaching maximum plan age or becoming entitled to and applying for Medicare.

Disability Insurance

The complete Barnard Disability Insurance program consists of two components: Short Term Disability Insurance and Long Term Disability Insurance.

Short Term Disability Insurance

As mandated by the State of New York, Barnard employees are covered by Short Term Disability Insurance through CIGNA. The insurance provides a benefit of 50% of the employee’s weekly salary up to a maximum of $750 per week for any non-occupational illness or injury, including maternity. These benefits will be paid for a period of up to 26 weeks depending on the severity of the illness. In order that a claim for short term disability benefits can be filed with CIGNA in a timely fashion, employees who are, or expect to be, absent from work due to disabling illness for five or more consecutive working days must contact the Office of Human Resources at the earliest possible moment.

Long Term Disability Insurance

CIGNA also provides coverage for long-term disability. This coverage is available after one year of service. However, this waiting period will be waived upon certification of coverage under a group long term total disability plan with the employee’s prior employer if coverage was in effect within 30 days of the Barnard date of hire.

After an elimination period of 180 days, the policy will pay 60% of the disabled employee’s salary up to a maximum of $5,000 per month for the period of total disability. These payments will be reduced by any benefits payable from Social Security, Workers Compensation, and any benefits payable under the College’s short term disability program. Benefits continue up to age 65 if the disability commences prior to age 60. If the disability commences after age 60, the period will depend on complex provisions the details of which are available from the Office of Human Resources.

In addition, CIGNA will make appropriate contributions to the employee’s Basic Retirement Annuity (see below) during the period of total disability.

Life Insurance

Employees are covered by a CIGNA group term life policy with an Accidental Death and Dismemberment (AD&D) rider. The face amount of an employee’s coverage equals two times their annual base salary rounded up to the next highest thousand dollars. The most important feature of the AD&D rider is that it provides the beneficiary (ies) double the face amount of the policy if the covered employee dies as a result of an accident.

Additional Considerations

Inception: The life insurance benefit begins on the first day of the month following completion of one full month of employment.

Beneficiaries: Employees designate the beneficiary(ies) and may change that designation at any time.

Seniors: For active employees over age 65, the amount of life insurance will be reduced in compliance with current plan provisions. The plan provides for additional reductions after age 70.

Retirement Plans

Barnard College provides two retirement plans: the Basic Retirement Annuity Plan and the Supplemental Retirement Annuity Plan. Both of these plans may be administered by Teachers Insurance and Annuity Association - College Retirement Equity Fund (TIAA-CREF) or Fidelity Investments.

Basic Retirement Annuity

Eligibility: Contributions to the Basic Retirement Annuity plan are made by Barnard. All eligible Administrative Officers whose positions are classified as Grade Five or above begin participation immediately. Those employees whose positions are classified as Grade Four or below will begin participation on January 1st or July 1st following their two-year anniversary date. However, employees with two years of full-time service at an institution of higher education during the 24-month period directly preceding their date of employment at the College may begin participation immediately. Employees are asked to notify the Human Resources Department if this exception applies. Part-time employees who work a minimum of 1,000 hours per year also participate in this plan.

Contributions: Effective February 1, 2019, for those employees whose positions are classified as Grade Eight and below, the College makes a contribution equal to 7% of gross annual salary (employees hired through searches beginning on or before January 31, 2019, may receive 9% ). For those at Grade Nine and above, the College makes a contribution equal to 10% of gross annual salary (employees hired through searches beginning on or before January 31, 2019, may receive 12%).

Supplemental Retirement Annuity: Both full-time and part-time employees may elect to make contributions to a supplemental tax-deferred annuity. These contributions are made pre-tax and require that the employee execute an authorizing Salary Reduction Agreement, which is available from the Office of Human Resources. Employees can elect to contribute any amount up to an allowable maximum set by regulation and calculated by TIAA-CREF in each specific case. There is no waiting period. The plan includes a loan provision. Details are available through the Office of Human Resources.

Tuition Assistance

Employees: All full-time administrative employees are eligible to receive tuition assistance beginning in the first academic semester/quarter following their date of hire at Barnard College. The first year of the tuition benefit is on a reimbursement basis only. Full-time employees may take the number of approved courses per year equal in cost to six Barnard credits. Job related, credit bearing courses or courses applied toward a degree may qualify if taken from an accredited educational institution. Eligibility depends on several factors, including the timing of the employee’s application. Please note, the program will not pay for repeat degrees (i.e a second Associate’s, or Master’s Degree for employees already holding those degree) even if the new degree program is in an unrelated field. The program will pay for subject-specific, job related certificates that build and help to promote advancement with authorization from one's manager. For further information about the program, please contact the Office of Human Resources.

Dependents: Eligible dependent children of full-time administrators may receive full undergraduate tuition to Barnard or Columbia for a maximum of eight semesters within six years. In addition, for schools other than Barnard or Columbia, Barnard pays an amount equal to 25% of its own tuition, or up to 100% of the other institution’s tuition, whichever is less, for dependents of full time administrators hired after December 31, 1983. Children of deceased full-time administrators and administrators who retire from the College may also be eligible. Eligibility is for Fall and Spring semesters only. Further information is available through the Office of Human Resources.

As required currently by law, tuition benefits for graduate school in excess of $5,250 per calendar year are considered taxable income to the employee, and taxes will be withheld from the employee’s paycheck when appropriate.

Paid Time Off

Vacation

Full-time employees hired after July 1, 1987 who work 12 months per year, earn two days per month for each full month of service up to a maximum of 24 days per year. Part-time administrators and full-time administrators, who work fewer than twelve months per year, are eligible for vacation accrual on a reduced basis. Full details are available from Human Resources. Vacation time will be accrued but cannot be taken during the first six months of employment. Further, for full-time, twelve month employees, no more than 24 vacation days may be carried over from one fiscal year (July 1 to June 30) to the next. Any additional unused vacation days will be forfeited. In addition, an employee who resigns, will be paid only for any accrued vacation time up to the allowed carryover and any newly accrued but unused vacation days. If an employee resigns within the first 6 months of employment they will not be eligible for a vacation payout.

Floating: In addition to scheduled holidays, twelve-month employees receive three floating holidays per year; those hired after January 1st receive two days for the first fiscal year ending June 30th. Nine and ten-month employees receive two floating holidays per year; those hired after January 1st receive one day for the first fiscal year ending June 30th.

Sick Leave

Full-time Administrators working 12 months per year will receive 5 sick days at hire and 10 sick days on the next following July 1. Maximum in the sick bank at any time will be 15 days. Each July 1, the Administrator will receive up to 10 sick days to a bank total not to exceed 15 days. (For example: If at June 30, an employee has 5 days left in the sick bank, 10 days will be added on July 1 for a bank total of 15 days. If at June 30, the employee has 7 days left in the sick bank, 8 days will be added on July 1 for a bank total of 15 days. If at June 30, the employee has 3 days left in the sick bank, 10 days will be added on July 1 for a bank total of 13 days.) Part-time Administrators and those working fewer than 12 months per year receive a pro-rated benefit. There is a Salary Continuation Program available for employees on leave with a serious illness, disability or pregnancy.

Commutation Benefit Program

The College offers employees the opportunity to use pre-tax dollars to pay certain commuting costs. Employees who join the program can exclude up to $265 per month pre-tax for the purchase of Metrocards and transit passes. For those who drive or car-pool, the program can be applied to the lesser of the actual authorized parking costs or $265 per month.

Mandated Benefits

In addition to Short Term Disability (discussed above), there are four other mandated programs. These are:

Family and Medical Leave

The Family and Medical Leave Act of 1993 requires that eligible employees be given up to 12 weeks of unpaid, job protected leave during any 12 month period for the birth and first-year care of a child; the adoption or foster placement of a child; the serious medical condition of the employee’s spouse, child, or parent; the employee’s own serious medical condition; or for Active Duty or Caregiver Leave. Both the employer and the employee have certain rights under the act. The Human Resources Department can be contacted for further information.

New York State Paid Family Leave

The NY State Paid Family Leave benefit provides eligible employees a leave with partial wage replacement, job and health benefits protection for these reasons:

To bond with a child during the first 12 months following the birth, adoption or fostering of a child;

To care for certain family members with a serious health condition; or

For qualifying exigencies arising out of a family member’s covered active duty in the military.

To be considered an eligible employee, the following criteria apply:

Full time employees (20 or more hrs/week) are eligible to participate after working 26 or more consecutive weeks of work.

Part time employees (less than 20 hrs/week) are eligible to participate after the 175th day of work.

Under NYS law, the amount of paid family leave benefits will be phased in as follows

Date

Maximum Benefit within
52-week Period

Paid Family Benefit

January 1, 20188 weeks50% of the employee’s average weekly salary

January 1, 201910 weeks55% of the employee’s average weekly salary

January 1, 202010 weeks60% of the employee’s average weekly salary

January 1, 202112 weeks67% of the employee’s average weekly salary

The New York PFL benefit is funded entirely through minimal deductions from employee’s paychecks. The New York PFL benefit will run concurrently with leave under the Family Medical Leave Act.

Employees may be eligible for a waiver to opt-out of Paid Family Leave benefits and the deduction. An employee has the option to waive if: (1) the employee regularly works 20 hours or more per week but will not work 26 consecutive weeks; or (2) the employee regularly works 20 hours or less per week but will not work 175 days in a 52 consecutive week period. The waiver is optional and revocable.

Social Security

Social Security is a federal program of retirement, disability, survivor and health related benefits covering most staff. Contributions to Social Security are shared by the College and the employee.

Worker's Compensation

Income protection, medical benefits and survivor benefits are provided for job related illnesses and injuries. This mandated coverage is provided to the College by CHUBB and is independent of the health care coverage provided by Cigna. For this reason, among others, any job related injury or illness must be reported immediately to the responsible supervisor, department chair or director and to the Human Resources Department.

Unemployment Insurance

Staff and faculty who become unemployed through no fault of their own and are able and available to work, but unsuccessful in finding employment, may be eligible to receive a weekly benefit.

Voluntary Benefits

Barnard offers faculty and staff several voluntary benefit packages. Further information is available from Human Resources.

Backup Care: Through Bright Horizons, the College offers discounted Backup Child and Elder Care services for those times when an employee would otherwise miss work to care for a loved one. The program is designed to provide up to 20 visits annually either in a childcare center (Copays: $15/child or $25 for 2 or more children) or in a private residence ($8 per hour) when regular care for a child or dependent adult is unavailable on a temporary basis.

Employee Assistance Program: We are pleased to announce our new Employee Assistance Program through Humana (formerly known as "Harris Rotherberg International, Inc"). We encourage your participation in this program and take advantage of the available resources provided. This program is available to you at no cost. You may contact Humana at 800-448-4358 or at www.hriworld.com

MetPay: Offers discounted insurance rates for auto and home through Metropolitan Life Insurance Company.

Chase Banking: Chase checking and savings with no balance required, fee waived banking, when you set up direct deposit. Benefits include debit card, on-line banking, credit cards, access to mortgage and home equity loans and other banking services.

Health Club Membership: Faculty and staff can secure discounted health club memberships through GlobalFit Corporate Fitness.

New Employees are urged to review and understand their first pay stubs to assure themselves that their elections of benefits have been correctly recorded. Questions may be referred to Human Resources Department.

More comprehensive information is available on all these matters through the Human Resources Department. In the event of any discrepancy between this brochure and the underlying plan documents, the underlying documents shall govern. The College may modify benefits at any time without prior notice.

Healthcare While Traveling

Domestic Travel (including Canada, Mexico and U.S. Possessions)

Emergencies

If you are traveling domestically or are in a temporary domestic residence, medical services for medical emergencies and urgent care will be covered as an in-network benefit.

International travel (except for Canada, Mexico and U.S. Possessions)

Emergencies

If you are traveling or in a temporary residence abroad, medical services for medical emergencies and urgent care will be covered as an in-network benefit.

Plan Design

Barnard offers three benefit plans through Cigna Health Plan. The plans are identified as Plan A, Plan B, and Plan C. Employees may select Plan B, which provides for a lower deductible and lower out-of-pocket maximum, but requires higher employee contributions. Coverage for dependents is available when employees have selected coverage for themselves.

Making Choices

Whether you choose Plan A, Plan B, or Plan C whenever you elect to use non-network healthcare providers, you will be responsible for paying a higher portion of your medical expenses including a deductible and coinsurance. However, your expenses will be greater in Plan A. Before electing either plan it is important to review the following out-of-network plan provisions. Coverage under these Plans is subject to coinsurance and deductibles.

Coinsurance: Coinsurance is the percentage of the cost of covered services that Cigna will pay towards your submitted claims once you have met your deductible.

Deductible: The deductible is the amount of dollars in claims for covered services for which you will be responsible before plan coverage is available. The amount of the deductible varies by plan design.

Out-of-Pocket Maximums

Out-of-Pocket Maximum limits the amount of coinsurance and deductible you will pay in any calendar year. Once the out-of-pocket maximum is reached for a calendar year, the plan will pay 100% of Reasonable & Customary charges for covered services for the remainder of that year.

For example: A plan requires a $500 deductible plus your coinsurance of 20%. The out-of-pocket maximum for the plan is $1,500 for a single participant. When the member pays the $500 deductible and 20% of the next $5,000 worth of covered services, the member will have paid $1,500 out of pocket. Having reached the maximum, Cigna would reimburse the remaining covered services for the calendar year at 100% of Reasonable & Customary.

Usual, Customary and Reasonable (UCR)

A UCR schedule is a compilation of maximum allowable charges for various medical services. They vary according to the type of provider and geographic location. Fee schedules are calculated using data compiled by the Health Insurance Association of America (HIAA) and other recognized sources. What Cigna reimburses is based on the UCR. For example: If the benefit is 80% of the cost of covered services. Cigna will reimburse you 80% of the UCR for that service. If the charges exceed the UCR, you must pay the difference plus 20% coinsurance.

Coordination of Benefits

Employees may be covered by two or more plans (theirs and their spouse/partner) at the time that services are rendered. In considering double coverage you should review the Coordination of Benefits clauses of both plans to determine whether it is cost effective to pay for two coverages. Cigna provides detailed information about their Coordination of Benefits provision.

Questions to ask yourself before electing college coverage for dependents

Are you or other family members covered by another plan? Have you compared the coverage? Is it cost effective to have two plans? Did you compare the deductible? How do the benefits coordinate?

How much did you pay out of your pocket for your health care last year? Did you meet your individual or family deductible? How about out-of-pocket limit?

Do you regularly use in-network providers? How often do you go out-of-network?

In a medical emergency, how much could you afford to spend?

Can you anticipate your medical expenses from the time you enroll through December. (You may switch plans during open enrollment in the fall of the following year for an effective date of January 1.)

Enhanced Benefits

Alternative Medicine Program

You have access to Cigna's Alternative Medicine providers at any time. However, expenses from these providers are not reimbursable by Cigna. Cigna has arranged discounted fees for Acupuncturists, Massage Therapists, Yoga Instructors, Nutritionists and Dietitians.

Domestic Partners

Cigna insures both the same sex and opposite sex domestic partners. Employees interested in this coverage should contact Human Resources at (212) 854-2551.

Enrollment Deadline

New employees have 31 days from their eligibility date to enroll in the Cigna Medical Plan.

Flexible Spending Account

Health Care Account

This program allows you to set aside a portion of your salary in pre-tax dollars to help meet your needs for medical care not covered by your health plan (such as eye glasses, hearing aids, health plan deductibles and out of pocket dental expenses). A list of eligible expenses is available in the Human Resources Office. This account is governed by the Internal Revenue Code, which has established certain rules for reimbursement accounts. Reimbursement accounts are "use it or lose it" accounts; if by December 31 of the plan year you do not use the funds in this account, you will lose them. However, unused amount of up to $500 may be carried over into the following plan year.

(Rev. 1/01/16)

Benefits for UAW Local 2110 Positions

This page refers to benefits for members of UAW Local 2110 staff in accordance with the CBA. The benefits on this page are not applicable to contingent faculty in UAW Local 2110 Barnard Contingent Faculty Union (BCF-UAW). BCF-UAW members can click here for more information about that collective bargaining agreement and available benefits.

Except as noted, health care benefits are available to regular full-time employees and regular part-time employees. Regular part-time employees receive other benefits on a pro-rata basis.

Health Care

The complete Barnard health care program has three components: Medical Services, Drugs, and Dental. Benefits begin on the first day of the month following three full months of employment.

Employees hired between March 4, 1993 and June 30, 2005 who work from 10 to 17.49 hours per work are eligible for individual coverage only at no premium cost. Employees who work 17.5 hours or more per week are eligible for individual coverage or for family coverage, if they have dependents, at no premium cost.

(a) Employees hired on or after July 1, 2005 who work a regular schedule between 28 and 35 hours per week are eligible for either individual or family coverage at no premium cost.
(b) Employees hired on or after July 1, 2005, who work a regular schedule between 17.5 and 27.99 hours per week are entitled to individual coverage at no cost. They may elect family coverage for a copay of 50% of the premium for the first 5 years of employment, 25% thereafter.
(c) Employees hired on or after July 1, 2005, who work a regular schedule between 10 to 17.49 hours per week are entitled to individual coverage only for a copay of 50% of the premium for the first 5 years of employment, 25% thereafter.

Medical Services

The Group Health Incorporated (GHI) medical plan provides benefits in one of two ways depending on where and from whom the covered employee seeks services.

On the one hand, GHI can function as a preferred provider network which provides 100% coverage less a modest co-payment for some services such as prescriptions and office visits. Since care under this option is provided by GHI’s extensive network of doctors, there are no deductibles nor are there any claim forms. This is called “in-network.”

On the other hand, GHI can function as traditional indemnity insurance allowing the participants to use doctors of their own choosing with reimbursement subject to the usual controls such as annual deductibles and reasonable and customary limitations. The claimant must complete claim forms. This is called “out-of-network.”

Drugs

On the GHI prescription drug program the employee pays $5 for generic and $10 for preferred-brand drugs and $25 for non-preferred brand drugs at participating pharmacies. A mail order program is available for maintenance drugs for $0 copayment.

Dental

Dental coverage is provided by Group Health Incorporated (GHI). Basic dental benefits are provided for employees and their dependents according to a fee schedule.

Vision

An annual eye exam can help manage your overall health and wellbeing. It can spot the early signs of serious health conditions like diabetes and high blood pressure, so you can be treated sooner, rather than later. EyeMed makes it easy for you to visit one of their participating doctors in their network for your annual eye exam. You will also have access to the top six national retail chains as in-network options, including LensCrafters, Sears Optical, Target Optical, JC Penny Optical, and most Pearle Vision locations. EyeMed provides an annual eye exam at no cost and an allowance for frames or contacts once every 12 months. Coverage for non-network services are limited.

Additional Considerations

Waiver of Coverage: An employee who is eligible for health insurance coverage and waives such coverage will receive a monthly payment of $200 ($2,400 annually) for single coverage or $400 ($4,800 annually) for multiple/family coverage in lieu of benefits. In order to be eligible for this payment, the employee must submit annually satisfactory proof of coverage under another health insurance plan. Employees who waive coverage may terminate the waiver and elect coverage if there is a change in the employee’s spouse’s employment status that results in loss of coverage. This waiver of coverage is not available to employees whose spouses work for Barnard.

Adjustment of Coverage: Subsequent to initial enrollment, additions to, or adjustments in coverage may occur only during open enrollment periods (usually the first calendar month of the year) or if there has been a life status change such as marriage, birth of a child, or loss of a spouse’s job. Dependents may be dropped from coverage at any time.

Termination of Coverage: Termination provisions for unmarried dependent children, students and non-students age 26 and above vary under the several plans (medical/drug and dental) that make up the complete health care program. Specific information is available in the individual plan documents or from the Benefits Manager in the Human Resources Department. Finally, for terminating employees, coverage ends on the last day of the month in which their final day on payroll falls.

COBRA and Conversion Privileges: Under the Consolidated Omnibus Budget Reconciliation Act of 1985, employees who terminate employment under conditions other than gross misconduct may elect to remain in the group medical plans for 18 months from their termination date, or 29 months if termination is due to disability under certain conditions. The employee must notify ADP COBRA Services, 1-800-526-2720 or https://www.benedirect.adp.com of such election within 60 days of termination and must make payment retroactive to the first date of COBRA coverage within a period ending forty-five days after such election. Subsequent payments must be made monthly. In addition, eligible dependents covered by the plans may remain in the group for a period of up to 36 months if continuation coverage is due to the death of the employee, divorce or legal separation, or loss of eligibility due to reaching maximum plan age or becoming entitled to and applying for Medicare.

Flexible Spending

Dependent Care

Employees are permitted to enroll in Barnard’s Flexible Spending Account plan for childcare. The College pays the administrative fees. A yearly childcare subsidy is available to eligible employees with children under age 13.

Employee Assistance Program

We are pleased to announce our new Employee Assistance Program through Humana (formerly known as "Harris Rotherberg International, Inc"). We encourage your participation in this program and take advantage of the available resources provided. This program is available to you at no cost. You may contact Humana at 800-448-4358 or at www.hriworld.com

Disability Insurance

Short Term Disability Insurance

As mandated by the State of New York, Barnard employees are covered by Short Term Disability Insurance. In the College’s case this insurance is provided by CIGNA. It provides a benefit of 50% of the employee’s weekly salary up to a maximum of $170 per week for any non-occupational illness or injury, including maternity. These benefits will be paid for a period of up to 26 weeks depending on the severity of the illness. In order that a claim for New York State Disability Benefits can be filed with CIGNA in a timely fashion, employees who are, or expect to be, absent from work due to disabling illness for five consecutive days or more must contact the Office of Human Resources at the earliest possible moment.

Life Insurance

Employees are covered by CIGNA with a group term life policy. The face amount of an employee’s coverage is $7,500.

Additional Considerations

Inception - The life insurance benefit begins on the first day of the month following completion of three months of employment.

Beneficiaries - Employees designate the beneficiary (ies) and may change that designation at any time.

Seniors - For active employees over age 65, the amount of life insurance will be reduced in compliance with current plan provisions. The plan provides for additional reductions after age 70.

Retirement Plans

Barnard College provides two retirement plans: the Basic Retirement Annuity Plan and the Supplemental Retirement Annuity Plan. Both of these plans are administered by Teachers Insurance and Annuity Association - College Retirement Equity Fund (TIAA-CREF).

Basic Retirement Annuity

Eligibility

Contributions to the Basic Retirement Annuity plan are made by Barnard. All regular employees performing 520 or more hours of service per year participate in the retirement plan if they have satisfied the eligibility requirements that are as follows:

Employees hired on or before September 30, 2002 must have completed two (2) years of required service with the College and attained the age of twenty-one (21).

Employees hired on or after October 1, 2002, must have completed one (1) year of required service with the College and attained the age of twenty-one (21).

Eligible employees will begin participation on the January 1st or July 1st following their 1 or 2 year anniversary date, as described above.

Credit for Prior Service

Employees hired on or before September 30, 2002 with two (2) years of required service at an institution of higher education during the twenty-four (24) month period directly preceding their date of employment at the College may begin participation immediately.

Employees hired on or after October 1, 2002 with one (1) year of required service at an institution of higher education during the twelve (12) month period directly preceding their date of employment at the College may begin participation immediately.

Employees are requested to notify the Human Resources Department if one of these exceptions applies.

Contributions and Vesting

For eligible employees hired on or before September 30, 2002, the College contributes 8% up to the then current “break point” of earnings during each plan year (July 1 to June 30) and 12% of earnings in excess of that break point. These eligible employees are immediately vested in the College’s contribution.

For eligible employees hired between October 1, 2002 and July 31, 2009, the College contributes 8% of earnings during each plan year for years two (2) through four (4) of employment. Effective with the employee’s fifth (5th) anniversary of employment, the College contributes 8% up to the then current “break point” of earnings during each plan year (July 1 to June 30) and 12% of earnings in excess of the break point. These eligible employees vest in the College’s contribution following five (5) years of service.

For eligible employees hired on or after August 1, 2009, the College contributes 2% of earnings during each plan year for years one (1) through four (4) of employment. Effective with the employee's fifth (5th) anniversary of employment, the College contributes 8% up to the then current "break point" of earnings during each plan year (July 1 to June 30) and 12% of earnings in excess of the break point. Those eligible employees vest in the College's contribution as follows: beginning in eligibility year two (2) the employee is vested at 20%; beginning in eligibility year three (3) the employee is vested at 40%; beginning in eligibility year four (4) the employee is vested at 60%; beginning in eligibility year five (5) the employee is vested at 80%; and begining in eligibility year six (6) the employee is fully vested at 100%.

Supplemental Retirement Annuity

Both full-time and part-time employees may also elect to contribute to a supplemental tax-deferred annuity. These contributions are made pre-tax and require that the employee execute an authorizing Salary Reduction Agreement, which is available from the Human Resources Department. Employees can elect to contribute any amount up to an allowable maximum set by regulation and calculated by TIAA-CREF in each specific case. There is no waiting period. The plan includes a loan provision. Details are available from the Human Resources Department.

Tuition Assistance

Full-time employees hired on/after January 1, 1984 who have completed a 90 day probationary period receive an allowance for a maximum of fifteen credits per year for courses which are a part of a program of study leading to a degree or certificate, individual academic courses for which credit is given, and individual courses that are job related. Such courses must be taken at accredited institutions of higher education or recognized business or trade schools.

Full-time twelve month employees receive 15 credits per year.

Full-time nine and ten month employees receive 12 credits per year.

Part-time employees receive pro-rata benefits.

Effective January 1, 2003, there will be a cap of $1,000 per calendar year per employee for non-job related certificate programs. For non-job related individual academic courses, the College will pay an individual an amount per semester not to exceed the total cost of three (3) Columbia School of General Studies undergraduate credits then in effect.

If you have additional questions regarding tuition, please refer to the Local 2110 contract or contact the Office of Human Resources.

As required currently by law, tuition benefits for graduate school in excess of $5,250 per calendar year are considered taxable income to the employee, and taxes will be withheld from the employee's paycheck when appropriate.

Dependents

Daughters of full-time employees who are accepted for admission to Barnard under the normal admission procedures shall be entitled to eight (8) semesters of full tuition.

Eligibility, for Fall and Spring semesters, depends upon several factors. Further information is available from the Human Resources Department.

Paid Time Off

Vacation

All employees hired on/after January 1, 1984 earn two days per month for each full month of service up to a maximum of 24 days per year. Vacation time will be accrued but cannot be taken during the first six months of employment. Further, no more than 24 vacation days may be carried over from one fiscal year (July 1 to June 30) to the next.

Regular part-time employees are paid for each of the above holidays on a pro-rata basis even if they are not scheduled to work.

Floating: In addition to scheduled holidays, employees receive three floating holidays per year; those hired after January 1st receive two days for the first fiscal year ending June 30th. Nine and ten-month employees receive two floating holidays per year; those hired after January 1st receive one day for the first fiscal year ending June 30th.

Sick Leave

During the first year of employment, upon completion of the probationary period, employees shall receive five (5) paid sick leave days. Employees after one (1) year of employment, shall be entitled to ten (10) paid sick leave days. Credits may be used in units of 1/2 days (3 1/2 hours) but not less than 1/2 days. In addition to the current year’s entitlement, a maximum of 60 days unused sick leave may be carried from one year to the next. Therefore, the total maximum an employee will ever have available, including carryover and current year’s sick leave, is 70 days.

Commutation Benefit Program

The College offers employees the opportunity to use pre-tax dollars to pay certain commuting costs. Employees who join the program can exclude up to $255 per month pre-tax for the purchase of Metrocards and transit passes. For those who drive or car-pool, the program can be applied to the lesser of the actual authorized parking costs or $255 per month. Complete details on the commutation program are available from the ADP website https://myspendingaccount.wageworks.com or 1-800-654-6695.

Mandated Benefits

In addition to Short Term Disability (discussed above), there are four other mandated programs. These are:

Family and Medical Leave

The Family and Medical Leave Act of 1993 requires that eligible employees be given up to 12 weeks of unpaid, job protected leave during any 12 month period for the birth and first-year care of a child; the adoption or foster placement of a child; the serious medical condition of the employee’s spouse, child, or parent; or the employee’s own serious medical condition. Both the employer and the employee have certain rights under the act. The Human Resources Department can be contacted for further information.

Social Security

Social Security is a federal program of retirement, disability, survivor and health related benefits covering most staff. Contributions to Social Security are shared by the College and the employee.

Worker’s Compensation

Income protection, medical benefits and survivor benefits are provided for job related illnesses and injuries. This mandated coverage is provided to the college by CHUBB and is independent of the health care coverage provided by GHI. For this reason, among others, any job related injury or illness must be reported immediately to the responsible supervisor, department chair or director and to the Human Resources Department.

Unemployment Insurance

Staff and faculty who become unemployed through no fault of their own and are able and available to work, but unsuccessful in finding employment, may be eligible to receive a weekly benefit in accordance with New York State law.

Voluntary Benefits

Chase Banking: Chase checking and savings with no balance required, fee waived banking, when you set up direct deposit. Benefits include debit card, on-line banking, credit cards, access to mortgage and home equity loans and other banking services.

Health Club Membership: Faculty and staff can secure discounted health club memberships through GlobalFit Corporate Fitness.

New Employees are urged to review and understand their first pay stubs to assure themselves that their elections of benefits have been correctly recorded. Questions may be referred to Human Resources Department.

This information must be read in conjunction with the terms of the collective bargaining agreement between Barnard College and Local 2110, UAW, a copy of which is available from the Union’s Unit Chairperson. In the event of a discrepancy between this web site and the collective bargaining agreement, the agreement shall govern.

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Except as noted, health care benefits are available to regular full-time employees and regular part-time employees. Regular part-time employees receive other benefits on a pro-rata basis.

Health Care

The complete Barnard health care program has three components: Medical Services and Prescriptions, Dental and Flexible Spending. Benefits begin on the first day of the month following three full months of employment. The College provides both individual and dependent coverage.

Medical Services

Currently, medical coverage is provided by two health plans. These are Health Insurance Plan of Greater New York, or "HIP" (HMO), and Cigna Open Access Plus "Plan A". Each of these organizations provides health care (hospital, medical, surgical and prescription drug) for those employees and their eligible dependents living in the areas covered by each of the individual plans. The benefits provided emphasize preventive care such as immunizations and physical examinations. There is no cost for employees hired before May 1, 2012, for the HIP Plan. Employees hired after this date will pay contributions. There is an employee contribution for all employees choosing Cigna. Please check with Human Resources for the employee cost. There are no deductibles nor claim forms to complete if you are in-network.

Dental

Dental coverage is provided by Group Health Incorporated (GHI) at a cost of $17.94 per month for individuals and $68.52 per month for family. Basic dental benefits are provided for employees and their dependents according to a fee schedule. There are no out-of-pocket expenses for covered services performed by GHI participating dentists.

Vision

An annual eye exam can help manage your overall health and wellbeing. It can spot the early signs of serious health conditions like diabetes and high blood pressure, so you can be treated sooner, rather than later. EyeMed makes it easy for you to visit one of their participating doctors in their network for your annual eye exam. You will also have access to the top six national retail chains as in-network options, including LensCrafters, Sears Optical, Target Optical, JC Penny Optical, and most Pearle Vision locations. EyeMed provides an annual eye exam at no cost and an allowance for frames or contacts once every 12 months. Coverage for non-network services are limited.

Flexible Spending

We are pleased to announce are new Employee Assistance Program through Humana (formerly known as "Harris Rotherberg International, Inc"). We encourage your participation in this program and take advantage of the available resources provided. This program is available to you at no cost. You may contact Humana at 800-448-4358 or at www.hriworld.com

Additional Considerations

Adjustment of Coverage: Subsequent to initial enrollment, additions to, or adjustments in coverage may occur only during open enrollment periods (usually the first calendar month of the year) or if there has been a life status change such as marriage, birth of a child, or loss of a spouse’s job. Dependents may be dropped from coverage at any time.

Termination of Coverage: Termination provisions for unmarried dependent children, students and non-students age 26 and above vary under the several plans (medical/drug, dental and flexible spending) that make up the complete health care program. Specific information is available in the individual plan documents or from the Benefits Manager in the Human Resources Department. Finally, for employees who are terminating employment, coverage ends on the last day of the month in which their final working day falls.

COBRA and Conversion Privileges: Under the Consolidated Omnibus Budget Reconciliation Act of 1985, employees who terminate employment under conditions other than gross misconduct may elect to remain in the group medical plans for 18 months from their termination date, or 29 months if termination is due to disability under certain conditions. The employee must notify ADP COBRA Services, 1-800-526-2720 or https://www.benedirect.adp.com of such election within 60 days of termination and must make payment retroactive to the first date of COBRA coverage within a period ending forty-five days after such election. Subsequent payments must be made monthly. In addition, eligible dependents covered by the plans may remain in the group for a period of up to 36 months if continuation coverage is due to the death of the employee, divorce or legal separation, or loss of eligibility due to reaching maximum plan age or becoming entitled to and applying for Medicare.

Disability Insurance

Short Term Disability Insurance

As mandated by the State of New York, Barnard employees are covered by Short Term Disability Insurance. In the College’s case this insurance is provided by CIGNA. It provides a benefit of 50% of the employee’s weekly salary up to a maximum of $170 per week for any non-occupational illness or injury, including maternity. These benefits will be paid for a period of up to 26 weeks depending on the severity of the illness. In order that a claim for New York State Disability Benefits can be filed with CIGNA in a timely fashion, employees who are, or expect to be, absent from work due to disabling illness for seven consecutive calendar days (five consecutive working days) must contact the Office of Human Resources at the earliest possible moment.

Life Insurance

Employees are covered by a CIGNA group term life policy with an Accidental Death and Dismemberment (AD&D) rider. The face amount of an employee’s coverage is $25,000.

The most important feature of the AD&D rider is that it provides the beneficiary (ies) double the face amount of the policy if the covered employee dies as a result of an accident.

Additional Considerations

Inception: The life insurance benefit begins on the first day of the month following completion three full months of employment.

Beneficiaries: Employees designate the beneficiary (ies) and may change that designation at any time.

Seniors: For active employees over age 65, the amount of life insurance will be reduced in compliance with current plan provisions. The plan provides for additional reductions after age 70.

Retirement Plans

Barnard College provides two retirement plans: the Basic Retirement Annuity Plan and the Supplemental Retirement Annuity Plan. Both of these plans are administered by Teachers Insurance and Annuity Association - College Retirement Equity Fund (TIAA-CREF).

Basic Retirement Annuity

Eligibility: Contributions to the Basic Retirement Annuity plan are made by Barnard. All regular employees performing 520 or more hours of service per year participate in the retirement plan if they have satisfied the eligibility requirements. These are: (a) employees must have completed 2 years of service with the college, and (b) attained the age of 21. However, new employees with 2 years of full-time service at an institution of higher education during the 24 month period directly preceding their date of employment at the college may begin participation immediately. Employees are requested to notify the Office of Human Resources if this exception applies.

Contributions: For eligible employees hired on or after April 1, 2012, the college contributes 9% of earnings during each plan year (July 1st to June 30th). For eligible employees hired before April 1, 2012, the college contributes 9% of the first $18,250 (the "breakpoint") and 12% of earnings in excess of that amount. As of January 1, 2013, the "breakpoint" is $25,000.

Supplemental Retirement Annuity

Both full-time and part-time employees may also elect to make contributions to a supplemental tax-deferred annuity. These contributions are made pre-tax and require that the employee execute an authorizing Salary Reduction Agreement, which is available from the Human Resources Department. Employees can elect to contribute any amount up to an allowable maximum set by regulation and calculated by TIAA-CREF in each specific case. There is no waiting period. The plan includes a loan provision. Details are available from the Human Resources Department.

Tuition Assistance

Employees

All regular employees after two years of employment, are eligible to receive up to $7,500 per annum ($8,000 effective October 1, 2012; $8,500 effective October 1, 2013) from an accredited educational or vocational institution. Tuition payments are made in accordance with the contract between the College and TWU.

Dependents

Daughters of full-time employees who are accepted for admission to Barnard under the normal admission procedures shall be entitled to eight (8) semesters of full tuition.

Eligibility, for Fall and Spring semesters, depends upon several factors. Further information from Human Resources.

Paid Time Off

Vacation

All employees hired on or after October 1,1982 receive annual vacation days as follows:

After six months but less than 12 months - one week (5 days),

After twelve months - two weeks (10 days),

After three years - three weeks (15 days),

After five years - four weeks (20 days),

After thirteen years - five weeks (25 days).

Holidays

Employees, after their thirty (30) days of employment shall be entitled to paid holidays within each calendar year as follows: New Year’s Day; Martin Luther King, Jr. Day; Memorial Day; Independence Day; Labor Day; Election Day; Thanksgiving Day; Day After Thanksgiving; Christmas Eve; Christmas Day; and New Year’s Eve.

Part-time employees are paid for each of the above holidays on a pro-rata basis even if they are not scheduled to work.

Floating: In addition to scheduled holidays, employees receive three floating holidays per year; those hired after January 1st receive two days for the first fiscal year ending June 30th.

Sick Leave

Sick leave accrues annually as of July 1st. It is paid in the case of actual, certified personal illness. Employees hired after January 27, 1992, after six months of employment, accrue one week (five days) per year. After two years of employment, sick leave accrues at the rate of ten days per year. In addition to the current year’s entitlement, a maximum of 60 days unused sick leave may be carried from one year to the next. Therefore, the total maximum an employee will ever have available, including carry-over and current year’s sick leave, is 70 days.

Commutation Benefit Program

The College offers employees the opportunity to use pre-tax dollars to pay certain commuting costs. Employees who join the program can exclude up to $255 per month pre-tax for the purchase of Metrocards and vouchers. For those who drive or car-pool, the program can be applied to the lesser of the actual authorized parking costs or $255 per month. Complete details on the commutation program are available from the ADP website https://myspendingaccount.wageworks.com or 1-800-654-6695.

Mandated Benefits

In addition to Short Term Disability (discussed above), there are four other mandated programs. These are:

Family and Medical Leave

The Family and Medical Leave Act of 1993 requires that eligible employees be given up to 12 weeks of unpaid, job protected leave during any 12 month period for the birth and first-year care of a child; the adoption or foster placement of a child; the serious medical condition of the employee’s spouse, child, or parent; or the employee’s own serious medical condition. Both the employer and the employee have certain rights under the act. The Human Resources Department can be contacted for further information.

Social Security

Social Security is a federal program of retirement, disability, survivor and health related benefits covering most staff. Contributions to Social Security are shared by the College and the employee.

Worker’s Compensation

Income protection, medical benefits and survivor benefits are provided for job related illnesses and injuries. This mandated coverage is provided to the college by CHUBB and is independent of the health care coverage provided by either HIP or Aetna/U.S. Healthcare. For this reason, among others, any job related injury or illness must be reported immediately to the responsible supervisor, department chair or director and to the Human Resources Department.

Unemployment Insurance

Staff and faculty who become unemployed through no fault of their own and are able and available to work, but unsuccessful in finding employment, may be eligible to receive a weekly benefit.

Voluntary Benefits

Barnard offers several voluntary benefit packages. Further information is available from the Human Resources Department.

Chase Banking: Chase checking and savings with no balance required, fee waived banking, when you set up direct deposit. Benefits include debit card, on-line banking, credit cards, access to mortgage and home equity loans and other banking services.

Health Club Membership: Faculty and staff can secure discounted health club memberships through GlobalFit Corporate Fitness.

New Employees are urged to review and understand their first pay stubs to assure themselves that their elections of benefits have been correctly recorded. Questions may be referred to Human Resources Department.

Employees are also encouraged to familiarize themselves with the terms of the collective bargaining agreement between the college and Local 264, TWU, a copy of which is available from the union.